Act now to Avoid Claims of Ageism

By Lisa O'Hara

August 31, 2006

London, 31 August 2006 – As the deadline for the introduction of new ageism legislation looms, among one of the most common concerns raised is compliance, or how UK companies can stick to the rules.

On the 1 October 2006, the Employment Equality (Age) Regulations 2006 will come into force. The law covers all ages and will complete the government’s work regulation discrimination plans.

One of the main aims of the new legislation has been to raise awareness of the negative stereotypes associated with the older worker, and conversely the challenges faced by younger workers.

Firms will have to check whether their policies are promoting inherent age discrimination and ways to rebalance the situation so they are not at odds with the law. In terms of establishing an anti-ageism culture within the organisation, the policy will require communication and sign off by all employees.

Baronscourt’s Policy Communicator will assist your organisation’s legislative compliance by systematically and robustly communicating policies electronically. This HR tool can help create a culture of awareness and can provide an audit trail of employee agreement to your anti-ageism policy.

Looking ahead the experts believe there will be more cases claiming age discrimination, but it will take the first awards against companies to give any guidance as to how the changes will take effect.

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